Mentoring Experience Report by Mentorin Ágota Szendrei

Mag. Ágota Szendrei is a management consultant, trainer and coach in the field of human resource development. But not only that. In her dissertation she deals with the topic of how art-based interventions can be a tool for sustainability and as an organizer of a mentoring program for hotel management students she supports young people in gaining international experience. How she herself has fared in her role as a mentor in the Career Mentoring Program, she revealed to us in a personal interview.

Ms. Szendrei, what were your reasons for becoming a mentor?

The biggest role was certainly played by the fact that I was a mentee myself 25 years ago. In addition, the direct experience of what young people deal with, the quality with which they approach their jobs, how they are organized, and also what they can teach me, stimulates me very much as a mentor. For example, my mentee showed me a lot of interesting online tools and programs that I hadn't known about before.

When you received the mentoring request, what was your first impression of your mentee?

Before we saw each other, we wrote to each other. I already got a first impression of what kind of person my mentee is. At the first meeting, it was
first of all to find out if we are on the same wavelength, if we can get along with each other are we on the same wavelength, can we get along, what are our expectations of each other? I remember my mentee asking me some very profound questions at the beginning. at the beginning. So the first meeting wasn't "I'd like to get to know you and then we'll see if it works out. And then we'll see if it works out," but rather my mentee very specifically
direction she wanted to go with me. I was very impressed that she knew exactly what she wanted to get out of this mentoring relationship and how we and how we could make the best of it together. That was a sign of appreciation for me, and it was clear that we would be good with each other and that the organization would also work well.

You mentioned the organization. At the beginning, did you already plan a time horizon for how long the mentorship should last?

We didn't do that. I should have done it and I needed to do it. Because when we came to our mentoring conclusion after about a year, which I instigated because of other commitments on my part, it was really like leaving and I have a funny feeling about it myself. It was like a break in the relationship. Today I say, by all means decide at the beginning how long the mentorship should last and use the time accordingly. That's a lesson learned. At the same time, it's probably a big challenge to say at the beginning of a mentorship that these are the topics we want to work on over the next six months, because this intensive type of support and self-reflection brings up a lot of new things during the mentorship.

How time-consuming was the mentorship for you?

Our meetings took place monthly and lasted an hour and a half. I always took notes during our appointments, which I looked at before each subsequent meeting. So, broken down, it was an average of two hours per month of time that I spent.

In your opinion, what are the three most important tasks of a mentor?

First and foremost, I'm sure, is the role model function. If I set an example of the kind of structure, time management and communication that I would like my mentee to have, it is much easier for her to give it back in the same way.

Second, positive communication and appreciation as a quality of partnership. As mentors, we enter the mentoring process with all our tools, experience, and positive attitudes and create a framework in which we can also talk about mistakes, disappointments, and frustrations. After all, it's not about always presenting the rosy world, but both and, and taking the learning effect from the less successful experiences. That's what mentors are there for, to see the constructive quality of such an experience.

And the third thing is to maintain curiosity. Because it is not always just a matter of giving on the part of the mentors, it is also a matter of taking for the mentors. And the mentees are also allowed to experience that we as mentors can take a lot away from the mentoring relationship with them.



Ms. Szendrei, thank you very much for the interview!